30-60-90 Day Plan

An action plan that outlines the goals and behaviors an individual wants to achieve and adopt during the first 90 days on the job

A 30-60-90 day plan is an action plan that outlines the goals and behaviors an individual wants to achieve and adopt during the first three months or 90 days on the job. 

30-60-90 Day Plan

Creating this type of plan allows individuals to set clear goals and objectives while paving the path for a smoother transition into the role. As the months' progress, goals and objectives should become more intricate, reflecting that individuals have settled into their roles. 

Putting together this type of plan can take some time and research, but it demonstrates to current or future employers that you are committed to the team and organization. It also makes a good impression. 

The plan should be individualized for each job and person to get the most value. Some common things people incorporate are priorities, vision for that period, and measurable goals. 

It is essential to attach some metrics to your goal to have a way to review and assess your progress. 

When to use a 30-60-90 Day Plan

30-60-90 day plans can be used for various situations, but the most prominent ones would be: 

1. During or prepping for a job interview

Job interview

Bringing a 30-60-90 day plan to an interview or just hashing one out is a good way to stand out from other candidates and be memorable. 

The plan does not need to be elaborate to be able to impress the interviewer or hiring manager. It's the thought that counts. Presenting a clear-cut plan, you intend to execute communicates much about the candidate. 

Presenting a well-thought-out plan highlights to the hiring manager or interviewer that you are: 

(1) serious about the job

(2) committed to succeeding

(3) self-motivated

(4) possess a strong work ethic 

By prepping a plan before the interview, candidates can provide a tangible response to common interview questions and touch on specific criteria an interviewer might assess them on. For example: 

  • Why do you think you will be a good fit? 

  • Will the candidate be able to perform to the company's standards? 

  • Will the candidate be able to adopt company norms and smoothly transition? 

  • Does the candidate understand the role and the responsibilities associated with it? 

2. Before starting a new job or within the first week 

Job offer

If you haven't already created the 30-60-90 day plan before interviewing with the company, you have the opportunity to do it after being offered the job or during the first week on the job. 

This can help you become more comfortable starting a new job and, ultimately, have a smooth integration into the company.  

Making this type of plan is usually done independently and for your personal use, but managers can also ask employees to prepare this plan or something similar before starting the job.

This will give your manager an idea of your goals and what timeline you think is suitable. Furthermore, they can address problems and provide suggestions so your timeline better aligns with the team. 

Elements of a 30-60-90 Day Plan


There are many different formats individuals can use to make their plans. Some elements that should be taken into consideration are:

1. Focus/Vision 

This is your general vision for each month on the job and what you want to focus on. It can differ from company to company and position to position. 

Generally, the first 30 days are about learning, the second 30 are about contributing and executing tasks, and the last 30 are for taking charge and leading, whether with others or through your work. 

2. Priorities 

These are more detailed than your focus and outline specific priorities you have every month. While it is not as in-depth as a goal, they give you an overview of each month. 

For instance, it can be familiarizing yourself with the company's systems, performing your role with guidance, and executing your tasks independently. 

3. Goals 

Goals are the specific things you want to achieve every month. They are curated using your focus and priorities. They can be split into categories if that is helpful. 

Examples of categories you can have are: 

  • Learning goals

    • These goals revolve around picking up skills and knowledge that would help you succeed in your role. 

  • Performance goals 

    • These goals focus on what you want to accomplish at the end of the 90 days in your new role. 

  • Personal goals

    • These goals are more about building relations within the company and making connections to help you better settle into the role. 

4. Metrics 

Each goal should be accompanied by a metric that you deem appropriate and realistic. This will help you track your progress, make necessary adjustments, and assess if you have reached your goals. 

How to create a 30-60-90 Day Plan


1. Days 1-30 

The first month on the job should focus on learning, training, and internalizing company norms. New employees should familiarize themselves with company systems, policies, and procedures, clients, products, software, etc. 

This time should also be taken to meet people in the company and get comfortable working with your team. Building a good rapport with your team is important in the beginning, as it can help ease the transition. 

The first months of learning can also include completing an orientation and participating in training sessions. 

2. Days 31-60

Now that you have a strong grasp of the company and the environment, over the next 30 days, you should start working on more advanced tasks. These 30 days are about applying what you have learned during training and over the first 60 days. 

It is also the time to meet supervisors and get feedback on performance. Furthermore, you should continue to develop and nurture the relationships you've made in the first 30 days and continue to explore new ones.  

3. Days 61-90 

The final 30 days of the plan should show that you have grasped the role and are confident in your abilities to meet the expectations. 

At this time, the employee should focus on taking charge of their work and making meaningful contributions to the team/company. 

These contributions can be coming up with solutions and strategies to overcome the company's problems or performance issues. For instance, how to increase engagement. 

Moving past identifying problems, the employee should be focused on spearheading change and efficiently collaborating with their team. 

Tips for making a 30-60-90 Day Plan


1. Be detailed 

Detail is key. While making a 30-60-90 day plan, individuals should not be generic and add relevant details to the job. 

For example, the specific computer system they have to master, a certain procedure they have to adhere to, etc. 

Details set you apart from the competition when interviewing and can impress the hiring manager. It may be hard to be very detailed if you are interviewing with the company, but try to be specific as possible. 

2. Don't miss the big picture 

It's important not to get lost in the little nuances of your role in the plan and miss out on the bigger picture. Thus, before making the plan, ensure you understand your overall priorities and identify your purpose. 

By doing this, you will be able to make a well-informed plan. 

3. Ask questions 

Asking questions will help you gather more information and create a clear vision of what the next three months should look like, allowing for a realistic plan. Individuals can structure their questions by asking "what's typical for…" or "how does the company measure …".  

Ask questions

Good people to ask questions to are people in the same position as you and your coworkers. If you are trying to make a plan before interviewing with the company, it would be beneficial to coffee chat with people from said company. 

4. Meet with the team + coworkers 

Stemming off asking questions, meeting with your team and coworkers is a good way to learn about internal processes, company culture, company expectations, and more. After having these conversations, you can revisit your plan and make revisions if necessary. 

5. Set SMART Goals 

S.M.A.R.T is an acronym for specific, measurable, attainable, relevant, and time-based. By using this structure, you will have complete and comprehensive goals.

For example, if you wanted to increase engagement, your SMART goal could be, "within the next 60 days, create a social media plan with five recommendations to increase engagement by 5%". 

6. Be flexible

The plan does not have to be set in stone, and adjustments can be made as you deem fit. It's important to reflect on your plan as you go through the 90 days and get feedback to make changes. 

The written plan also doesn't need to be a day-to-day or step-by-step procedure. It is an overall plan to keep you on track and help you with this new phase. 



Here is a potential template or structure you can follow when making your 30-60-90 day plan. You can write these in bullet form or sentences. 

Day 1-30

Focus: [Write your focus for the first month]

Priorities: [Write your priorities for the first month] 

Learning goals 

  1. Goal 1: [XXX]

  2. Goal 2: [XXX]

  3. Goal 3: [XXX]

Performance goals 

  1. Goal 1: [XXX]

  2. Goal 2: [XXX]

  3. Goal 3: [XXX]

Personal goals 

  1. Goal 1: [XXX]

  2. Goal 2: [XXX]

  3. Goal 3: [XXX]

Day 31-60

Focus: [Write your focus for the second month]

Priorities: [Write your priorities for the second month] 

Learning goals 

  1. Goal 1: [XXX]

  2. Goal 2: [XXX]

  3. Goal 3: [XXX]

Performance goals 

  1. Goal 1: [XXX]

  2. Goal 2: [XXX]

  3. Goal 3: [XXX]

Personal goals 

  1. Goal 1: [XXX]

  2. Goal 2: [XXX]

  3. Goal 3: [XXX]

Day 61-90

Focus: [Write your focus for the third month]

Priorities: [Write your priorities for the third month] 

Learning goals 

  1. Goal 1: [XXX]

  2. Goal 2: [XXX]

  3. Goal 3: [XXX]

Performance goals 

  1. Goal 1: [XXX]

  2. Goal 2: [XXX]

  3. Goal 3: [XXX]

Personal goals 

  1. Goal 1: [XXX]

  2. Goal 2: [XXX]

  3. Goal 3: [XXX]

Making a 30-60-90 day for the first time can be daunting, but try to split it into digestible chunks and put your spin on it. 

When starting your plan, key takeaways are to talk to important stakeholders and review your plan periodically to ensure you are on the right track. Furthermore, know why you are making the plan, whether for an interview or a job you are about to start. 

Finally, don't worry too much about following the plan to a T, and be flexible when necessary. 

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Researched and authored by Pooja Patel | LinkedIn 

Reviewed and edited by James Fazeli-Sinaki | LinkedIn

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